Despite the daunting figures from a recent survey, recruiters insist they try to carefully review most, if not all, of the resumes they receive. What’s the main thing that draws a recruiter’s attention? Proof that they can do the job! (And, for those who work with me and/or attend my programs/talks, you know this means the predictors-of-success you embed in your profile *and* the CAR stories that fill your accomplishment-oriented resume!)

A recent survey of human resources managers by CareerBuilder.com revealed that almost half of them typically review up to 25 applications per job, while spending just 30 to 60 seconds looking over each one. Yet some recruiters contend the number of applications they get is dramatically higher with hundreds of candidates vying for each position. Despite the daunting figures, recruiters insist they try to carefully review most, if not all, of the resumes they receive. Sourcing candidates is a high priority and companies don’t want to overlook a qualified applicant, they say.

What catches the eye of a recruiter varies from position to position, but they’re primarily looking for candidates with a proven track record, says David Anderson, HR manager at Irvine, California-based Vision Solutions Inc. “Candidates must show quantifiable results. ‘How?’ is the answer we want to get to,” says Anderson, who adds that he receives at least 100 resumes for every open position.

Technology tools can help ease the process of reviewing scores of resumes. Brenda Rigney, director of talent acquisition at Aritzia, has set up her Outlook inbox to filter and sort resumes. She receives 100 to 200 applications for each associate-level position for Aritzia, a women’s retail fashion brand based in Vancouver, British Columbia.

Anderson says job descriptions should be specific but not overdone. “A lengthy list of requirements can discourage even qualified applicants and extend the application process,” he says.

“Before we even think about sourcing candidates, we sit down with the hiring manager to fill out a detailed job requisition form,” Rigney says. The form requests such information as why the role is needed, desired competencies, and potential future career paths for the successful candidate.

While cover letters may seem unnecessary, recruiters say they still offer relevant insight into the candidate. “Cover letters provide introductions and context,” Accenture’s Campagnino says, adding that he likes a short note demonstrating the candidate’s interest in Accenture.

Once a resume attracts his interest, Mike Spaulding, a corporate recruiter, says he vets candidates online. He checks their Twitter streams and blogs; Rigney looks at candidates’ Tumblr sites, a popular way to post creative portfolios. “Candidates have more opportunities than just their resumes to get in front of recruiters,” Spaulding says.